An eight-step plan to transformation

A few weeks ago we discussed the "emotional cycle of change" and how it affects organisations and individuals. Leaders in organisations going through a transformation need to be aware of it, understand it and address it, to successfully navigate their business through the stormy waters of a transformation and reap the expected benefits.

So how do you prepare for it? One of the best models to lead a transformation is an eight-step plan, which is simple but powerful and with extensive results.

- Step 1 - Create a sense of urgency: People in your organisation need to understand the criticality of the transformation and the consequences to the business if you're not successful. They need to move out of their comfort zone. At least 75 per cent of company's management has to be convinced that "business as usual" is unacceptable.

- Step 2 - Build the right team: Selecting the team members with the right skills, competencies and behaviours is key to a successful outcome. It must not only be the "top team" involved in leading change but you must also rely on lower levels of the organisation. They need to feel involved.

- Step 3 - Clear image of success: You must create clarity of what the outcome is. The image must captivate people. The message must be simple with uplifting visions that set the strategies for the transformation. You must be able to communicate the image to someone in five minutes - and get a reaction of interest - and if you can't the image is not strong enough.

- Step 4 - Communicate the image of success: It does not end with just creating the message, you must communicate it. It must be consistent and you should build messages at every opportunity throughout the transformation. You need to incorporate the vision into all management activities using multiple channels.

- Step 5 - Remove obstacles that block new vision: You must empower the individuals and ensure obstacles preventing change are removed. Empowerment gets employees of various disciplines to collaborate with minimal supervision. They communicate horizontally, rather than vertically up and down the hierarchy.

- Step 6 - Generate short term wins: Early wins during the transformation will create the momentum that will motivate your organisation. These early wins or better known "quick" wins prevent you from falling too deep into the "valley of despair" during the emotional cycle of change. Tangible results must be seen in not just activities and you must celebrate/reward those who have created a "win".

--Step 7 - Maintain momentum: You should not declare victory too soon. Celebrating completion before the new way of working is put to the test will slow your transformation or severely hamper its success. Achieving the original result is enough - an opportunity to stretch to another level of performances will maintain momentum.

- Step 8 - Anchoring changes in the organisation: You need to make change stick by nurturing a new culture. Showing people in your organisation how their new behaviours have delivered better results, will continue to promote a successful transformation.

Remember that "managers manage stability, leaders manage change". And as Charles Darwin said: "It is not the strongest species that survive, nor the most intelligent, but the ones most responsive to change."

- The writer is director, Americas and global head supply chain, at Cedar Management Consulting International.